This Agreement was made and entered on the 201h COLLECTIVE ... and Wast… · This Agreement was made and entered on the 201h day of June, 2016 COLLECTIVE AGREEMENT BETWEEN: COMPASS

This Agreement was made and entered on the 201h day of June, 2016

COLLECTIVE AGREEMENT

BETWEEN:

COMPASS CANADA SUPPORT SERVICES LTD. 0/A EUREST SERVICES@ 1415 BONHILL Dr.

(hereinafter referred to as "the Employer")

-and-

LABOURERS' INTERNATIONAL UNION OF NORTH AMERICA, LOCAL 183 (hereinafter referred to as "the Union")

ARTICLE 1 -RECOGNITION

1.01 The Employer recognizes the Union as the bargaining agent of the employees of Compass Canada Support Services Ltd. o/a Eurest Services, engaged in cleaning and maintenance at 1415 Bonhill Drive in the City ofMississauga, save and except crew leaders, and persons above the rank of crew leaders, sales and administrative staff.

1.02 This Agreement shall not be construed to extend to or to effect in any way any other phase of the Employer's business. The term "employee" or "employees" as used in this Agreement shall be construed to include only the classifications of employees set forth in this Article and Appendix "A" and shall not be construed to include any other employees of the Employer in any ofthe Employer's other divisions, branches or components.

1.03 The Union recognizes the Employer's Special Services Operations requires the employees to work irregular schedules and hereby commits to fully cooperate with the Employer to maintain the viability of the services provided by this department.

ARTICLE 2- MANAGEMENT RIGHTS

2.01

(a)

The Union recognizes and acknowledges that the management of the facilities and direction of the working forces are fixed exclusively in the Employer and without limiting the generality of the foregoing the Union acknowledges that it is the exclusive function of the Employer to: maintain order, discipline and efficiency and in connection therewith to make, alter and enforce from time to time rules and regulations, policies and practices to be observed by its employees, discipline or discharge employees for just cause may be the subject of a grievance and dealt with as hereinafter provided;

Compass Canada Support Services Limited ala Eurest Services 1415 Bonhill Road (2016-2019) Page 1

(b)

(c)

(d)

(e)

2.02

select, hire, transfer, assign to shifts, promote, demote, classify, layoff, recall, retire employees or select employees for positions excluded from the bargaining unit;

establish and administer tests for the purpose of assisting the Employer in detetmining an employee's qualifications, and require medical examinations for any justifiable reason;

determine the location of operations, and their expansion of their curtailment, the direction of the working forces, the schedules of operations, the number of shifts; determine the methods and processes to be employed, job content, quality and quantity standards, the establishment of work or job classifications; change, combine or abolish job classifications; determine the qualifications of an employee to perform any particular job; the nature of tools, equipment and machinery used to use new or improved methods, machinery and equipment, change or discontinue existing tools, equipment, machinery, methods or processes; decide on the number of employees needed by the Employer at any time, the number of hours to be worked and require employees to work overtime; the determination of financial policies, including general accounting procedure and customer relations;

have the sole and exclusive jurisdiction over all operations, buildings, machinery, equipment and employees.

The Employer agrees that it will not exercise its functions in a manner inconsistent with the provisions of this Agreement and the express provisions of this Agreement constitute the only limitations upon the Employer's rights.

ARTICLE 3- UNION SECURITY

3.01

3.02

The Employer shall, for each pay period, deduct from the wages of each employee in the unit affected by the Collective Agreement, the amount of regular Union dues as a condition of employment. The Union shall notify the Employer in writing of the amount of regular Union dues to be deducted in accordance herewith and the Employer may, for all purposes, rely upon such written notification as conclusive evidence that the amounts so deducted are in accordance with the Union's constitution and by-laws. The Union shall indemnify and save the Employer harmless from any claims, suits judgements, attachments and from any form of liability as a result of making such deductions in accordance with the written direction of the Union and the Union will refund directly to all employees any amount for which wrongful deductions were made by the Employer in accordance with the written notification provided by the Union.

The Employer will remit the amount so deducted from the wages of each employee to the Secretary/Treasurer of the Union no later than the fifteenth (15th) day of the month following the deduction, together with the Social Insurance Number for each employee in respect of whom a deduction has been made.


ARTICLE 4 -RELATIONSHIP

4.01 Both the Union and the Employer agree that no discrimination of any kind will be practiced or condoned against any employee by reason of sex, race, age, colour, creed, religion, or national origin.

4.02 The Union agrees it will not discriminate against, coerce, restrain or influence any employee because of his/her membership or non-membership, his/her activity or his/her lack of activity in any labour organization.

4.03 The Employer agrees that is shall not interfere with, restrain, coerce or discriminate against employees in their lawful right to become and remain members of the Union and to participate in its lawful activities.

4.04 The Union and Employer recognize that reciprocal value of improving, by all proper and reasonable means, the productivity of the individual employee; and undertake jointly and severally to promote and encourage such improved productivity.

ARTICLE 5- NO STRIKES OR LOCK-OUTS

5.01 The Employer agrees that it will not cause or direct any lockout of its employees for the duration of this Agreement. The Union agrees that neither it, not it representatives will, during the term of this Agreement, authorize, call, cause, condone, sanction, encourage, support or take part in any strike, work, stoppage, picketing, slowdown or curtailment restriction of production, or interference with work in the Employer's workplace or premises.

ARTICLE 6- UNION ACTIVITY ON EMPLOYER'S PREMISES

6.01 Except as expressly permitted by this Agreement, there shall be no Union activities on Employer's time or on Employer's property without the prior permission of the Employer.

ARTICLE 7- UNION REPRESENTATION

7.01

7.02

The Employer acknowledges the right of the Union to appoint or otherwise select one (1) Steward for the purposes of representing employees in the handling of grievances.

The Union will inform the Employer in writing of the name of the Stewards and any subsequent change in the names of such Stewards. The Employer shall not be asked to recognize any Steward until such notification from the Union has been received.


7.03 No Steward shall leave his/her workstation to investigate or process a grievance without the prior consent of a member of management which consent shall not be reasonably withheld.

7.04 The employer agrees that the Steward shall not suffer loss of pay (straight-time) for reasonable time spent in the handling of grievances provided that such reasonable time shall not, except in extraordinary circumstances expressly agreed to by the to by the Employer, exceed in the aggregate one (1) hour during any one (1) shift.

7.05 Shop Stewards shall exercise the privileges herein provided in such a manner as to promote good order and discipline and with the least possible interference with the regular duties of their employment. All time spent away from his/her work station by the Steward shall be devoted to the handling of particular grievance necessitating his/her absence.

7.06 The Union Business Agent will not enter any premises of the Employer without obtaining the prior consent of the Manager, which shall not be unreasonably withheld.

ARTJCLE 8- GRIEVANCE PROCEDURE

8.01

Step 1

Step 2

Should any dispute arise between the Employer and an employee or between the Employer and the Union as to the interpretation, application, administration or alleged violation of any of the provisions of this Agreement, an earnest effort will be made to settle such differences without undue delay in the following manner.

The employees involved shall within and not after three (3) working days of the date, upon which the incident giving rise to the grievances first occurred, present the grievances to his/her foreman either orally or in writing.

If the grievance is not settled within three (3) working-days of the date that matter was taken up with the foreman, the Union may within and not after five (5) working days of that date, take the matter up with the Manager or his/her nominee. All grievances submitted at Step 2 shall be in writing, shall be signed by the employee and the Union Steward; and shall indicate the nature of the grievance, the article alleged to be violated, and the adjustment sought. The Manager or his/her nominee will upon request meet with the Union within ten (10) working-days of the date the written grievance is filed with him/her at which time an Officer of the Union may be present at the request of either party. The Manager or his/her nominee will give his/her answer or decision in writing within fifteen- (15) working days of the date the written grievance was filed with him/her.

Compass Canada Support Services Limited ala Eurest Services 1415 Bonhill Road (2016-2019) Page4

Step3

8.02

8.03

8.04

If the grievance is not settled at Step 2, the Union may within and not after ten ( 1 0) working days of the date of the answer or decision of the Manager or his/her nominee at Step 2 refer the grievance to arbitration under Article 9. Such notice shall state the specific matter to be dealt with at arbitration and the specific relief sought by the party.

Where a difference arises between the Union and the employer relating to the interpretation, application or administration of this Agreement and such differences or allegation cannot be made the subject of an employee grievance, the Union may file a grievance in writing as a policy grievance with the Manager within and not after ten (10) working days from the date of the incident giving rise to the grievance and Article 8.01, Step 2, shall then apply as though the Union policy grievance was a grievance of an employee.

The Employer may similarly file a policy grievance against the Union. Any such grievance may be filed with the President or the Secretary or a business Agent of the Union within and not after ten (10) working days from the date of the incident giving rise to the grievance and the Union will give its answer to such grievance in writing within five (5) working days of the date the written grievance was filed with it. If the Employer is not satisfied with such answer, the grievance may then be referred to arbitration by the Employer under Article 9.

Any of the time limits provided for in this Article and Article 9 may be extended by mutual agreement between the Employer and the Union. If any such agreement is not made in writing, the burden of proving the existence of the alleged agreement shall be on the party asserting it. If a grievance is not presented within applicable time limit, or is not processed through the steps of the Grievance Procedure within the time limits provided, it shall be deemed to be withdrawn and thereafter be barred.

ARTICLE 9- ARBITRATION

9.01 Where a difference arises between the Employer and the Union relating to the interpretation, application, or administration of this Agreement, either of the parties may, after duly exhausting the Grievance Procedure established by this Agreement, notify the other party in writing of its desire to submit matter to arbitration. The Employer and the Union shall then endeavor to select an impartial Arbitrator to hear evidence and argument and decide the grievance. If they fail to agree upon such Arbitrator within seven (7) days of the receipt of such notice in writing by the party to whom it is addressed, either party may then request the Minister of Labour to appoint an Arbitrator. The Arbitrator so selected or appointed shall hear and determine the dispute or allegation and shall issue his/her decision, which shall be final and binding upon the parties and upon any employee affected by it. The Arbitrator shall not have jurisdiction to entertain any grievance, which has not been

Compass Canada Support Services Limited o/a Eurest Services 1415 Bonhill Road (2016-2019) Page 5

9.02

duly processed throughout the Grievance Procedure. The Employer and the Union shall each pay one-half (1/2) of the fees and disbursements of the Arbitrator.

The Arbitrator shall not have any authority to alter or amend in any way the provisions of this Agreement; to give any decision inconsistent with or contrary to the terms and conditions of this Agreement; or in any way to modify, add to or delete from any provision of this Agreement.

ARTICLE 10- SENJORITY

10.01 (a) An employee will be considered a probationary employee for the first ninety (90) calendar days worked of his/her employment, and will have no seniority rights during this period. After ninety (90) calendar days, his/her seniority shall date back to the date of his/her last hiring at the location(s) as identified in Article 1 -1.01-Recognition.

Absence for any reason during the probationary period is not considered as a day worked for the purpose of calculating ninety (90) calendar days.

(b) It is understood that notwithstanding the expiration of a probationary period, nothing herein shall prevent the Employer from discharging an employee for purposeful falsification of records, theft or other fraudulent conduct which is hereby agreed to constitute just and sufficient cause for discharge.

10.02 A seniority list of all employees covered by this Agreement shall be posted in January of each year.

10.03 In the event of a lay-off in excess of four (4) working days, employees with the least seniority, shall be laid off first, providing that the employees who remain on the job have, in the opinion of the Employer, the necessary skill, ability, and qualifications to perform the work in question.

10.04 In the event of a recall, employees will be recalled in the reverse order that they were laid--off provided the employee to be recalled has, in the opinion of the Employer, the necessary skill, ability and qualifications to perform the work in question.

10.05 An employee will lose all seniority and his/her employment shall be deemed to be terminated if he:

(a) quits his/her employment;

(b) is discharged and not reinstated through the Grievance or Arbitration Procedures;


(c) is absent from work for a periods of one (1) working day without notifying the Employer;

(d) fails, upon being notified of a recall to work from lay-off, to report for work within three (3) calendar days after such notification has been given by telephone or by registered mail, unless approval has been received by the employee to postpone his/her return. Where such notification is given by registered mail, it shall be deemed to have been received by the employee five (5) days after it is mailed. It is the employee's responsibility to ensure that his/her home address and telephone number are current at all times. If the employee fails to do this, the Employer will not be responsible for failure to notify.

(e) Obtains a leave of absence for one purpose and uses it for another;

(f) Accepts other employment during any leave of absence granted by the Employer;

(g) Is absent from work because of sickness or accident for more than six (6) consecutive months or his/her length of seniority, whichever is the lesser;

(h) Is laid-off for more than six (6) consecutive months;

10.06 Seniority shall not accrue during an absence of any kind in excess of thirty (30) working days.

ARTICLE l1 -SAFETY AND HEALTH

11.01 The Employer and the Union recognizes the importance of promoting safe working conditions and the safe handling of equipment at all times. It is equally recognized to be in the best interest of all parties to at all times comply with the statutes and regulations which pertain to the Employer's operation.

11.02 In the event that an employee alleges the existence of any unsafe practice or unsafe conditions, any employee concerned has an obligation to immediately report such a practice or condition to the Employer.

ARTICLE 12- JURY DUTY

12.01 An employee who has completed the probationary period and who is summoned to serve as a juror and reports for jury duty will be paid an amount equal to the difference of the daily jury fee paid by the court for each day on which he/she reports or performs jury duty and the amount he/she would have received from the employer had he/she otherwise been scheduled to work. The amount of such


difference shall be calculated on the employee's regular straight-time hourly rate to a maximum of regular scheduled hours per day.

ARTICLE 13- LEAVE OF ABSENCE

13.01 The Employer may, in its sole discretion, authorize a leave of absence of up to two (2) weeks without pay or benefits for personal reasons. Such request will be in writing, with the reason(s) clearly stated, and must be submitted as far in advance as possible to the Manager. In the event of an emergency leave of absence the Employer may waive the request be in writing.

An employee returning from such a leave shall be placed in his/her former job and shift, if applicable.

ARTJCLE 14 - BULLETIN BOARDS

14.01 The Employer agrees to facilitate space for a bulletin board in the workplace for the purpose of posting Union notices and official information provided such notices are signed by an authorized Union officer or official and approved by the Employer.

ARTICLE 15- BEREAVEMENT LEAVE

15.01 An employee who but for the bereavement would otherwise have been at work shall be allowed up to three (3) consecutive days leave of absence from work on any normal work day that occurs during the three (3) days immediately following the day of the death of members of his/her immediate family in order to make arrangements for the funeral or memorial service, without loss of regular pay provided the employee attends the funeral or memorial service. Immediate family shall mean father, mother, sister, brother, husband, wife, child, step-child, motherin-law, brother-in-law, sister-in-law and grandparents. It is understood that this applies to relatives of the current spouse.

ARTICLE 16- GENERAL

16.01 It is understood and agreed that the employees of the Employer working in the Special services Division may be required to drive Employer vehicles. The Employer reserves the right to require the employees to hold a valid Ontario Drivers' License and to provide a clean Drivers' abstract in order to remain employed in the Special Services Division.


16.02 Time Keeping

Each employee shall be required to clock in and out using the tools provided by the Employer for this purpose or sign in the attendance log with their own signature showing the exact time of signing.

16.03 An employee unable to report for work due to sickness or other justifiable reasons shall notify his/her immediate supervisor as early as possible and in any event not later than two (2) hours before commencement of the shift he was due to report for. When notifying the Employer of absence, an employee must give an estimated date of return. If later he/she is unable to return on that date, a new return date must be given to the supervisor on or before the original estimated date of return.

Absences that are not substantiated, regardless of length, shall be considered job abandonment.

16.04 Given the nature of the Employer's business involves responding to emergency situations, 50% of the employees working in the Special Services Crew will be required to be on call and available to work on weekends, if required. The Employer shall prepare a schedule that will be posted at the Shop. The schedule will show the employees rotation and it shall be the employees' responsibility to ensure that they respond if and when they are contacted by management to report for work.

16.05 Car Mileage: The employee's travel from his or her residence to the Special Services Shop is the responsibility of the employee. Where the Employer may require an employee to use his or her own vehicle to drive to job locations away from the Special Services Shop, and where the distance is greater than 20 krn., the employee shall submit a Mileage Re-imbursement Form completed to the manager at the end of each pay period and the Employer shall make such re-imbursements at the rate of forty cents ($0.40) per km. Late submissions will result in reimbursement delays.

ARTICLE 17- PAID HOLIDAYS

17.01 The following shall be recognized as holidays to be paid for on the basis of the employee's straight-time hourly rate specified in this Agreement:

New Year's Day Family Day Good Friday Victoria Day Canada Day

Labour Day Thanksgiving Day Christmas Day Boxing Day *Two (2) Floater

Or days celebrated in lieu thereof, regardless of the day on which it falls, subject to the following conditions:


Qualifier: *Floater days must not be taken in conjunction with any other holiday. Floater days must be requested at least two (2) weeks in advance and must receive management's written approval.

17.02 An employee will be paid for a holiday provided he/she,

(a) works his/her last full scheduled shift before and his/her first full scheduled shift after such holiday if he/she is scheduled to work, unless he/she is excused by the Employer;

(b) is on the active payroll of the Employer and not on a leave of absence, sick leave, WSIB Compensation or lay-off;

17.03 If any employee works any of the said holidays, he/she shall be paid for all hours worked on the holiday at one and one-half(1 Yz) his/her regular straight-time hourly rate-of-pay in addition to his/her holiday pay as herein provided for.

17.04 Full time employees shall be paid the equivalent of a regular shift. Probationary employees and those who work less than five shifts in a week will be paid statutory holiday as per ESA.

ARTICLE 18- HOURS OF WORK AND OVERTIME

18.01 Hours ofwork are based on work orders and for this reason; the Employer does not guarantee to provide work for an employee for regularly assigned hours or for any other hours.

18.02 Employees who work in excess of five hours in a given shift will be allowed a onehalf (1/2) hour lunch period without pay.

18.03 Employees who work a minimum of 7.5 hours per shift shall be allowed one (1) additional ten (10) minute break.

18.04 Overtime: - Whenever an employee works in excess of:

(a) Forty-four (44) hours per week, he or she shall be paid one and one-half(1 'li) times his/her regular straight time hourly rate-of-pay.

18.05 The Employer shall post a schedule with two regular employees scheduled to be off on the weekends (Saturday and Sunday). The schedule shall be rotating so that all regular employees have one weekend off on a rotating basis. This does not preclude the Employer from laying-off employees when there is no work available during the week.


18.06 In emergency situations (ie. floods, strikes, fires, riots, etc.) those employees who are scheduled off must be available to respond. The Employer provides cell phones to the employees and the employees are required to answer when a Employer representative calls. It is understood that the telephones are provided for Employer use and personal use must be limited to local calls only. No text or emails.

ARTICLE 19- WAGES AND CLASSIFICATIONS

19.01 The wages and classifications shall be as set forth in Schedule "A" attached hereto.

19.02 The Employer shall have the right to implement new classifications in conjunction with new programs or work methods introduced in the workplace.

ARTICLE 20- JOB POSTING

20.01

20.02

20.03

20.04

20.05

When a permanent vacancy as a Heavy Duty Cleaner is determined to exist or a new classification is created, the Employer will post a notice of vacancy for a period of two (2) working-days on a bulletin board provided for this purpose. The notice shall state the classification in which the vacancy exists, the nature of the duties, the qualifications required and the rate of pay. An employee who wishes to be considered for the position so posted shall signify his/her desire by making written application to the Manager.

Should the successful applicant for such vacancy be unsatisfactory, he/she shall be returned to his/her former job and the vacancy may be filled as a result of the said posting or if no suitable applications are received, the Employer reserves the right to hire.

Any Employee who has successfully bid under this Article shall not be entitled to bid on another posted vacancy for twelve (12) months from the date of his/her successful bid, except with the permission of the Employer. New employees are not eligible to bid on pasted vacancies for six (6) months from the date of hire, except with the permission of the Employer.

Any job as Heavy Duty Cleaner which is temporarily vacant because of illness, accident, vacation, leave of absence or pregnancy leave, and jobs which become vacant while employees are on lay-off, shall not be deemed to be vacant for the purpose of this Article.

In filling any posted vacancy under this Article, the Employer will consider the requirements and efficiency of operation, and the knowledge, training, skill, ability, and qualifications of the individual to perform the normal required work and where these are equal as between two (2) or more applicants, seniority shall govern.


ARTICLE 21 -VA CATION PAY

21.01 Employees shall receive vacations with pay on the following basis:

(a) Employees who, on July 1st of each year, have completed one (1) year or more of continuous service with the Employer, shall be entitled to two (2) weeks of vacation and shall receive vacation pay equal to four percent (4%) of the employee's total wages earned during the twelve (12) months immediately preceding July 1st.

(b) Employees who, on July 1st of each year, have completed five (5) years or more of continuous service with the Employer, shall be entitled to three (3) weeks of vacation and shall receive vacation pay equal to six percent (6%) of the employee's total wages earned during the twelve (12) months immediately preceding July 1st.

(c) Employees who, on July 1st of each year, have completed ten (10) years or more of continuous service with the Employer, shall be entitled to four ( 4) weeks of vacation and shall receive vacation pay equal to eight percent (8%) of the employee's total wages earned during the twelve (12) months immediately preceding July 1st.

(d) Employees who, on July 1st of each year, have completed twenty (20) years or more of continuous service with the Employer, shall be entitled to five (5) weeks of vacation and shall receive vacation pay equal to ten percent (10%) of the employee's total wages earned during the twelve (12) months immediately preceding July 1st.

For the purpose of this Article "total wages" shall not include the vacation pay received during the year in question.

ARTICLE 22 - REPORTING PAY

22.01 Unless employees are notified not to report to work, employees who report for work at their regular starting time and for whom no work is available shall receive not less than three (3) hours of any work that is available at the straight-time hourly rate, of if no work at this time is available, shall receive three (3) hours' pay at the straight-time hourly rate.

22.02 The provisions of this paragraph shall not apply in event of strikes, power failure, or other conditions beyond the control of the Employer which prevent the Employer from providing work or where the Employer is unable to advise the employee not to report for work because the employee has changed his/her address and not advised the Employer.


ARTICLE 23- WORKPLACE INJURY

Employees are required to repot injuries to their supervisor immediately. Employees shall co-operate with the employer in the safe and early return to work program.

ARTICLE 24 - PROTECTIVE CLOTIDNG and TOOLS

24.01 The Employer will supply uniforms, which must be worn at all times, to all employees in the bargaining unit. It is the employees' responsibility to clean uniforms regularly. An employee who is required to work outside in inclement weather on a regular basis, will be supplied with a winter coat, and gloves.

The Employer will provide the employees with all the necessary tools and equipment to perform the work.

Upon completion of the Probationary period, employees will be reimbursed up to seventy-five dollars ($75.00) every twenty four (24) months towards the purchase of safety approved shoes.

ARTICLE 25- DURATION OF AGREEMENT

25.01 This Agreement shall be binding and remain in effect from July 1, 2016 until June 30, 2019 and shall continue in force during this period only. Either party shall furnish the other with written notice of termination or proposed revision at least ninety (90) days' notice to commence negotiations prior to expiry.

Signed in Toronto, this _day of September, 2016.

FOR THE EMPLOYER


SCHEDULE "A"

ARTICLE 1 -WAGES FOR ALL CLASSIFICATIONS

I Eff: July 1, 2016 I Eff: July 1, 2017 I Eff: July1, 2018

I Cleaner $16.15 $16.40 $16.65

I Maintenance $16.15 $16.40 $16.65

For those employees who, at the time of this agreement, earn more than $16.65 per hour, their wage increase is capped and they will receive a bonus of twenty cents ($0.20) per hour worked on each anniversary of the collective agreement.


SCHEDULE "B"

EXTENDED HEALTH BENEFITS

The Employer agrees to contribute the amounts set out bellow for those employees who

have completed probation, and are regularly scheduled to work 35 hours per week per

week, to the Labourers' International Union of North America, Local 183 Members

Industrial Benefit Trust Fund for the purpose of purchasing benefits under plan "F" (life

insurance, major medical and prepaid legal) for the employees covered by this

agreement.

Effective July 1, 2016: $130.00 per month.



In Addition to the rates outlined above the employees will contribute five dollars ($5.00)

per month for a total of$135.00, $145.00 and $160.00

The Employer shall be responsible for all taxes.

Note: Employees covered under this collective agreement may purchase Dental plan at

their cost of $85.00 per month plus tax.

It is understood that the Employer shall not be construed to be an insurer nor shall it have

any liability other than making the payment as aforesaid to the Trust Fund and that the

Union agrees to indemnify and save harmless the Employer against any or all claims which

may be made against it in respect of any claim by an employee for the insurance coverage

provided for herein. Remittances to he forwarded by the fifteenth (15th) of each month.

(Example: August 15 remittance [which represents the July work-month] provides

September 1 benefit coverage).


Documents

This Agreement was made and entered on the 201h COLLECTIVE ... and Wast… · This Agreement was made and entered on the 201h day of June, 2016 COLLECTIVE AGREEMENT BETWEEN: COMPASS